Lecture 26 Job Search Conducting a Job Search

Lecture 26

Job Search

Conducting a Job Search n n n This lesson examines the mechanics and some of the underlying psychology of conducting a job search. Although most students know something about conducting a job campaign, a systematic look at the topic will often be in their best interest. With careful planning and preparation, a job search is likely to be successful.

Targeting your Job Search

I. Targeting your Job Search n n n It pays to begin the job search with a flexible attitude toward the type of job sought. Knowing what type of organization is suited to one’s needs and preference is another part of the job search. You are much more likely to be successful in your new job and your career when you find a good person-organization fit, the compatibility of the individual and the organization (Do you fit the culture? ). Questioning people who work for different employers can provide useful information about types of organizations. Conducting an Internet search about the employer has become standard practice. Yet not every job candidate can afford to be so selective about a prospective employer.

Introduction

Introduction n n n Job search is a systematic way of finding a job that suits your circumstances and interests. Unemployment: job search does not seem that important but you can use the systematic knowledge to find the right job for yourself. HR is being learnt for improving personal and organizational satisfaction. Effort (No qismat, qismat is to explain the past, not the future). Match between nature of job and qualifications is important. Match between employee and employer is important. Person-organization fit.

Targeting Job Search

Targeting Job Search n n n n Would I feel more comfortable working in an office with hundreds of other people? Or would I prefer just a handle of coworkers? Would I prefer working in a place where people went out of their way to dress in a stylish manner? Or would I prefer an informal place where not so much emphasis was placed on appearance? Would I prefer to work in a small town or in a busy metropolitan area? How important is access to stores and restaurants? Would it be best for me to work where I could rely on public transportation. Would I really prefer an easygoing atmosphere or a highly competitive environment? How important are the social aspects of work to me?

Would I feel more comfortable working in an office with hundreds of other people? Or would I prefer just a handle of coworkers?

Would I prefer working in a place where people went out of their way to dress in a stylish manner? Or would I prefer an informal place where not so much emphasis was placed on appearance?

Would I prefer to work in a small town or in a busy metropolitan area?

How important is access to stores and restaurants?

Would it be best for me to work where I could rely on public transportation.

Would I really prefer an easygoing atmosphere or a highly competitive environment?

How important are the social aspects of work to me?

Techniques of Job Search

Techniques of Job Search n n n A. Networking (Contacts and Referrals) B. The Internet and Résumé Database Services C. Unsolicited Letter or e-mail Campaign D. Telesearch E. Placement Offices, Employment Agencies Newspapers

A. Networking (Contacts and Referrals)

B. The Internet and Résumé Database Services

C. Unsolicited Letter or e-mail Campaign

D. Telesearch

E. Placement Offices, Employment Agencies

Facets of Personal Network

Facets of Personal Network n n n n n Friends and people you meet while traveling Parents and other family members Parents of friends Friends of parents Work associates Faculty and staff Former or present employer Friends from sports/extra curricular activities Religious or community groups Trade and professional bodies

n Friends and people you meet while traveling

n Parents and other family members

n Parents of friends

n Friends of parents

n Work associates

n Faculty and staff

n Former or present employer

n Friends from sports/extra curricular activities

n Religious or community groups

n Trade and professional bodies

II. Qualifications Sought by Employers n n What the job seeker is looking for in an employer must be matched against what an employer is looking for in an employee. Human Relations Self-Assessment Exercise 11 -1 summarizes qualifications frequently sought by employers.

III. Job-Finding Methods n n n Two cornerstone principles of conducting a job campaign are to use several different methods and to keep trying. Most job-finding techniques are inefficient because so many attempts must be made, yet effective because they ultimately work. Surprising recent information is that classified ads are still a major source of job candidates and employees.

A. Networking (Contacts and Referrals) n n The most effective job-finding method is through personal contacts or networking. Networking helps the job seeker capitalize upon the insider system. Carrying business cards facilitates networking. Job seekers should keep their requests for assistance brief and pointed.

B. The Internet and Résumé Database Services n n n The Internet is now a standard part of job hunting, with dozens of job-hunting sites available. Job boards related to specific industries have grown in popularity. Company Websites are strongly recommended for job hunting. Job seekers should remember that the Internet is but one method of conducting a job search. A major challenge of job hunting through the Internet is to find a way to speak to a company representative about your application. Speaking to a telephone operator will sometimes provide a lead to a contact person.

C. Unsolicited Letter or e-mail Campaign n A standard job-finding method is the unsolicited letter or e-mail campaign, or writing directly to a company one would like to work for. You compose a master list of firms for whom you would like to work, using the most relevant categories such as industry and location. Address the letter to a specific individual, and include a cover letter and résumé.

D. Telesearch n The telesearch involves making unsolicited phone calls to prospective employers. The job seeker prepares a list of names, and calls them with a prepared one-minute presentation in an attempt to arrange an interview. Because of voice mail systems, the telesearch has become more difficult to implement.

E. Placement Offices, Employment Agencies, and Career Fairs n n n The placement office is a primary avenue for job finding, and also offers guidance on conducting a job search. Employment agencies are the most effective for applicants with about five to ten years of experience. Yet many people qualify for temporary assignments that may lead to permanent jobs. A variation of an employment agency is a career agent, who for a fixed fee works on behalf of his or her client. The career agent provides job search and career counseling, and also has links with employers to help clients find positions.

n n n Career (or job) fairs function somewhat like a temporary placement office. Employers visit the fair to recruit employees, and applicants register at the fair and present their résumés. Fairs are also useful for learning about employment trends and networking.

F. Help Wanted Ads n n n n Help-wanted ads are still a standard way of finding a suitable position. Because so many people respond to ads listing attractive-sounding positions, this method yields relatively few interviews. The four types of ads are: (1) Open Ads (2) Blind Ads (3) Employment Agency Ads (4) Catch Ads—those with great promises of riches.

G. Extreme Job Hunting n n n Extreme job hunting is any highly unusual, complicated tactic that involves a gimmick for finding a job. Such tactics are likely to be rejected by some employers who would regard the applicant as a nuisance, yet these tactics can land a job. In addition to being aware of the various job-finding methods, it is also important to consider when to begin a job search. Finding a position within thirty days is exceptional, whereas a total time of about six months is typical.

IV. Cover Letters n n n The cover letter multiplies the effectiveness of the résumé because it enables you to prepare a tailor-made individual approach to each position you pursue. Explain why you are applying for the position in question, and why you should be considered.

A. Attention-Getting Cover Letter n n An effective cover letter captures the reader’s attention with a direct statement of what you might be able to do for the company. Keep the “what I can do for you” strategy paramount in mind at every stage of job finding. After you have stated how you can help the employer, present a one-page summary of your education and the highlights of your work experience. Consider also using a personal contact as part of the attention grabber.

B. The T-Form Cover Letter n n The T-form (or column) approach gives the reader a tabular outline of how the applicant’s background fits the position description. The T-form cover letter is also recommended because it has an attention-getting format.

n n Interpretation: Consider engaging in some serious self-development, training, and education for items that you rated yourself low or very low. If you accurately rated yourself as 4 or 5 on all the dimensions, your are an exceptional job candidate.

CVs V. Preparing an Effective Job Résumé: n The major purpose of a résumé is to help you obtain a job interview, not a job. n A challenge in preparing an effective résumé is to suit many different preferences, such as length and amount of detail about job experience.

A. Three Types of Résumés n n n The chronological résumé presents facts in reverse chronological order. The functional résumé organizes skills and accomplishments into the function performed. The targeted résumé focuses on a specific job target and only presents information relevant to that target. Whichever résumé format you choose, it is best to place your most salable asset first. Microsoft Word contains résumé formats worthy of consideration.

n n The employer might be asked as to the type of references required, or for recent graduates, references might be left on file in the placement office. Key words such as information technology skills, team player, and foreign language should be incorporated into the résumé. A new emphasis in résumé construction is to incorporate your values into the presentation of yourself because of the intensified interest in ethics in business. The personal interest section can help demonstrate your values because people engage in activities they think are important.

n n n B. How to Handle the Job Objective Section: The job objective section should deal with the shortrange, or be divided into short—and long-range objectives. The objective section often has to be tailored to the specific job under consideration.

n n n C. Electronic Submission of the Résumé: Not every prospective employer can or is willing to accept compressed files. The easiest approach is to submit your résumé as a Microsoft Word document or plain text file. Yet, some companies will not open attached files because of concerns about computer viruses. As a last resort, copy your résumé directly into the email document.

n n D. How Do You Write a Résumé When Your Background Does Not Fit the Position? When your background does not fit the position, emphasize skills and experiences that would contribute to success in the job under consideration.

E. What About the Creative Style Résumé? n A creative-style résumé is one with a novel format and design (not one that creates false facts). n It is best suited for jobs with a specific emphasis on creativity. n The generally accepted approach is to be conservative when submitting résumés. n Job seekers should be aware that many employers verify facts presented on a résumé.

Vi. The Successful Job Interview n n n Group interviews are commonplace to supplement individual interviews. More emphasis is placed today on the behavioral interview in which a candidate is asked how he or she handled a particular problem in the past. Becoming a skilled interviewee requires practice. A good start is to practice answering the questions posed in Exhibit 11 -6. An effective technique is to videotape the responses and observe the playback. A general guide for performing well in the job interview is to present a positive but accurate picture of yourself.

n n n Suggestions for having a successful interview follow: 1. Prepare in advance (including memorizing basic facts about oneself). 2. Dress appropriately (match the type of employer). 3. Focus on important job factors (not benefits and vacations). 4. Be prepared for a frank discussion of your strengths and areas for improvement. 5. Do not knock former employers. 6. Ask a few good questions. 7. Let the interviewer introduce the topic of compensation. 8. Smile and exhibit a positive attitude. 9. Emphasize how your skills can benefit the employer. (Get in a skills-benefit statement, a brief explanation of how your skills can benefit the company. ) 10. Avoid appearing desperate. (For example, being open to taking any job. ) 11. Ask for the job and follow through (with a thank you letter).

VII. Psychological Testing and THE Physical Examination n Psychological and physical testing are two more challenges facing job candidates who have made it through the interview. Psychological (or personnel) testing can help both the employer and job candidate find a mutually satisfactory fit. The good fit is most likely to be found when the tests are accurate and fair, and the candidate answers them accurately.

A. Psychological Testing n n n Five types of psychological tests are widely used: 1. Achievement tests sample and measure the applicant’s knowledge and skills. 2. Aptitude tests measure an applicant’s capacity or potential for performing satisfactorily on the job, given sufficient training. 3. Personality tests measure personal traits and characteristics that could be related to job performance. 4. Interest tests measure preferences for engaging in certain job activities. 5. Honesty tests measure tendencies toward telling the truth. Such tests can be in paper and pencil (or computerized) form, or the polygraph.

B. The Physical Examination and Drug Testing n n n The physical examination gives some indication of an applicant’s ability to handle a particular job. The Americans with Disabilities Act of 1991 has increased the importance of the physical exam. A disabled applicant can only be rejected if the workplace poses a threat to his or her safety or the safety of others. A survey showed that pre-employment physicals are associated with fewer post-employment injuries and lowered medical insurance costs. Approximately one-half of employers test applicants for illegal drug use. Some employers test for personality factors associated with drug use.

VIII. Managing the Downside of Conducting a Job Search n n The successful job hunter must not be overwhelmed by rejection—persistence leads to success even with average job qualifications. “Every ‘no’ is a step closer to a yes. ” Job hunters may also encounter rudeness frequently because so many people apply for desirable jobs. To repeat, the entire job-search process is inefficient but effective. An analysis of 36 studies involving 11, 010 job seekers found that individuals who engaged in higher levels of job search behavior were more likely to obtain employment.

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